Most frequently asked questions and answers
Because coaching is about growth and change, it’s not an overnight process. Adopting new habits, eradicating limiting beliefs, building awareness and experimenting as you adopt new habits that move you forward is a journey. For that reason, our coaching engagements are a minimum of 6 months.
Coaching is not about fixing anyone. Period! Our best coaching engagements have been when the person being coached is internally motivated to grow, willing to experiment and committed to achieving their personal best. The coach is the thought partner and accountability partner, not a fixer.
We welcome all industries; we’ve worked with for-profit, non-profit, government, higher education, and other business types. We are adept at quickly learning the industry and applying our expertise in a way that is customized and aligned to your business operations.
We share the abundance of research that is available regarding the value of a diverse, equitable and inclusive organizational culture. We allow space for the resistance. We facilitate open dialogue. We also respect that everyone comes from a perspective that is based on their life experiences. We don’t force anyone to “get on board.” We demonstrate the value; we work with leaders who are committed to DEI; and we support leaders and teams as they create a culture that celebrates and leverages diversity, equity and inclusion. Our clients understand that that to achieve the culture transformation they seek, all team members are accountable to demonstrate behaviors that are aligned with DEI.
Consultants are the experts on a system, process, framework, strategy, etc., that results in change and transformation. When we are consulting with our clients, we analyze, assess, and advise the client on what’s working and what change is needed to achieve desired outcomes. We also are adept at supporting our clients with implementation and change management expertise. Some organizations realize that they don’t have the in-house expertise, and it’s worth the investment to hire experts like us who do.
Training (we prefer “Learning and Development,” by the way) involves assessing the learning needs and sharing of information, frameworks and tools to help our participants build or refine their skills. We create an environment where participants can digest the new information, practice in a safe space, and adopt skills that are aligned with a pre-determined learning objective that is defined by the workshop facilitator and the organization. Learning and development programs provide a great foundation for leaders and teams alike.
Coaching is unique in that the learning objective and the direction are completely driven by the leader who is being coached. The executive coach does not direct. Instead, the executive coach uses a creative process based on inquiry to help the leader being coached unlock their potential. It involves inner game work such as becoming aware of and busting limiting beliefs, building confidence, managing negative self-talk, addressing an imposter syndrome, etc. And of course, the leader being coached may also focus on enhancing interpersonal skills, building emotional intelligence, giving feedback, creating a vision, and so on. The International Coaching Federation defines coaching as “partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. The process of coaching often unlocks previously untapped sources of imagination, productivity and leadership.”